Anger Management Trends

As the title implies, this site will continually update changes and trends in anger management services, research,referrals and provider training. In addition, books,CDs,videos and DVDs used in anger management programs will be introduced.

Wednesday, October 31, 2007

Executive Coaching/anger Management for Disruptive Physicians

The new JCAHO Standards (April 1, 2007) relative to hospital policy for handling "disruptive physicians" is sending shock waves throughout the medical community. Many hospital administrators are reluctant to pressure top admitting physicians to submit to assessment and intervention for anger management.

Some physicians are unwilling to have any type of psychiatric assessment or treatment for fear of the potential impact on their future careers in medicine. This precaution is wise, and is the type of recommendation which probably should be legally contested.

The American Psychiatric Association has appropriately determined that anger is not a nervous or mental disorder and, therefore, should not be treated as an illness. The most appropriate response to problem anger for "disruptive physicians" is executive coaching/anger management.

Coaching for anger is a non psychiatric/psychological intervention and does not connote psychiatric impairment. Rather, coaching for anger is a course, which begins with an assessment designed to determine the physician’s level of functioning in recognizing and managing anger, stress, assertive communication and enhancing emotional intelligence.

Executive Coaching/Anger Management can be provided on-site nationwide. The assessment and intervention is provided in an accelerated format over two days (12) hours.

The following outline is used in the Executive Coaching provided by Anderson & Anderson:

Anger Management/executive Coaching Outline(All materials used are from the Anderson and Anderson method of teaching/coaching Anger Management)

1. Session One: the Conover Assessment is used to determine areas of strength and areas which require enhancement in managing anger, stress, communication and emotional intelligence. The EQ Map is a multi-dimensional guide used to help you discover the many facets of your personal, emotional intelligence.

A. Client will learn about stress and its effects.B. Client will learn about stressors and how to identify them.C. Client will learn about negative self talk and its effects.D. Client will learn how to develop positive self talk.E. Client will learn how to overcome stressful situations.

The four areas combined (anger management, communication, stress management and emotional intelligence, if practiced and utilized as taught), will enable the client to be more productive, less stressed, and more empathic to the needs of others. He/She will communicate more effectively and express emotion more appropriately.

A careful review of the above will clearly show that there is nothing in this type of intervention that can be viewed as an indication of emotional or mental impairment.

Anger Solution

Keep it simple. Your mother, her mother and all the mothers before them were quite correct when they said “When you are angry-count to ten.” Given all what we know about anger, this simple act of counting to ten appears to be the best advice in dealing with one’s anger.

Simply put, when we are angry we need to take a deep breath, slow down in order to collect our thoughts, which in turn will give us a chance to make better choices in tough situations. “Flying off the handle” may make you feel temporarily better, but in the long run it doesn’t solve the problem and probably makes it worse.

Anger, particularly high intensity anger, impairs our thinking. The reason is that anger produces adrenaline in our body (which is a good thing); however, too much adrenaline blocks us from fully comprehending the situation that we are in (which is a bad thing). We then allow our emotions to take over, which only accelerates more anger. This happens in other situations such as when we misplace our wallet or car keys. Often our first reaction is to panic and go on a wild search to no avail.

Typically it is when we calm down and give ourselves time to think that we find the lost/misplaced item. So, it is with anger. When anger is compounded by more anger it produces a situation that makes us helpless, frustrated and at times violent.

To combat this pattern, remember to give yourself time to act when you are angry. (This is where counting to ten comes into play). Sounds simple and even silly, but it works.

Here are some rules when you are feeling angry:

-Take a deep breath

-Calm down and give yourself time to respond

-Think about the situation and look at your options

-Respond in a way that is helpful to you and those around you.

Ray Ali is a Marriage and Family therapist and can be reached at The Family Centre, Winnipeg, Canada, at 947-1401 or by email at raali@familycentre.mb.ca

Anger is a natural emotion. However, one’s anger can spiral out of control, causing pain for oneself as well as family members and friends. The need for Anger Management Intervention has become a trend across the nation. Hospitals, prison systems, and counseling services organizations have utilized our anger management curriculum to satisfy the needs of court referrals, employer referrals, and self-referrals.

This package can train up to four people to become Certified Anger Management Facilitators. It includes three CD-ROMS for the following areas: Adolescent and Adult Anger Management, Executive Coaching, and Motivational Interviewing. This package also includes an adolescent workbook, an adult workbook, a facilitator’s guide, and the necessary tests needed to receive certification.

Audio Conference

On October 29, 2007, 11:00 AM, PST, I was very fortunate and honored to have the opportunity to observe and support Mr. George Anderson while he conducted the first national ninety-minute Audio Conference on, “Anger Management-Conflict Prevention Strategies for Healthcare Professionals.” It was very evident that a precedent was about to be set in establishing a “Standard” in the Healthcare Industry regarding “Disruptive, Aggressive and Abusive Behaviors” by all Healthcare professionals from the Master Guru of Anger Management, Mr. George Anderson, MSW, LCSW, BCD, CAMF.

The audio conference telephone lines were connected to the subscribers. The presenter, Mr. George Anderson, was introduced and history was about to be made. During the designated uninterrupted sixty-minute segment allotted, I observed Mr. Anderson effortlessly establish the foundation, purpose, validity and relevance of Anger Management as the established and effective, “Pro-Active Intervention,” for Conflict Prevention. Mr. Anderson continued to effortlessly and articulately “Float” with very fluid integration through a plethora of Anger Management, Executive Coaching and Organizational Training core dynamics, relevant statistics, values, benefits, rationales, “Due Diligence,” Risk Management, and empathically, yet directly, integrating the “Sting” of undisputed Truth and Reality; along with the call for change and accountability. Mr. George Anderson, with genuine compassion, was also wearing the hat of, “The Messenger.” The sources of the message: the Joint Commission on Hospitals Accreditation; Hospital Administrators; Physician Well-Being Committees and Hospital Admitting Staff Credential Committees.

Sixty minutes seemed to lapse very quickly. Following Mr. Anderson’s presentation summary, it was now time for the Q & A portion of the Audio Conference. The moderators fielded questions from the Audio Conference audience for Mr. Anderson. From an observational perspective, the questions appeared to be on point and relevant to Anger Management and Conflict Prevention Strategies. Again, Mr. Anderson, with effortless poise, succinctly answered all questions presented to him during the Q & A portion of the Audio conference.

The last twenty to twenty-five minutes lapsed very quickly. The first national ninety-minute Audio Conference on, “Anger Management-Conflict Prevention Strategies for Healthcare Professionals,” came to an end. Clearly, a precedent was established and history was made. The Audio Conference moderators gave Mr. Anderson unanimous positive feedback. Mr. Anderson and I debriefed in-depth regarding our respective and collective experiences, thoughts and feelings pertaining to the Audio Conference on, “Anger Management-Conflict Prevention Strategies for Healthcare Professionals.” We established a consensus that a precedent was established, and the Anderson and Anderson Model of Anger Management is setting the “Standard” for Anger Management, Executive Coaching and Organizational Training as the most effective, pro-active intervention to Conflict Prevention for Healthcare Professionals.

Emotional Intelligence Assessments Now Available

What is emotional intelligence?“A form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action”.

Anderson & Anderson is now offering comprehensive assessments in emotional intelligence, assertive communication, stress management, and anger management. These assessments are computer scored and contain an action plan for change.

The results may also be useful for H.R. Managers relative to under performing employees.

Cost: $150.

To schedule an appointment, contact Anderson & Anderson at 310-207-3591.

Anger Management/Executive Coaching for Professional Hospital Staff

It may come as a surprise to many readers to learn that physicians are currently the most likely candidates to make use of anger management/executive coaching. Anger is a secondary emotion primarily related to stress. Currently, few professionals are more stress on a daily basis than physicians and other professional staff in hospitals and other medical settings.

Professional anger management includes an assessment and intervention for stress, anger, emotional intelligence and communication. Seeking assistance for any of the above is a sign of EQ/emotional intelligence.

One of my recent referrals came from a hospital administrator seeking “Anger Management” for a staff physician. It was quickly determined that the Executive Coaching format was best for this physician, who had requested the Anger Management program. Not only did this physician apply the skills and training, provided in the 12 hour coaching, but it became apparent to the director that something (intangible) was different — definitely better. Stress management and emotional intelligence were key components of the program provided to this physician. It is well over 6 months since the referral. The work with the physician prompted the hospital administrator to have me meet the entire staff, administer the Conover Assessment and develop a staff development program for Stress Management and Communication Skills.

The Emotional Quotient of all of those involved is clearly very high, as they were able to see the need for change and possessed the motivation to seek consultation from a certified anger management facilitator.

Executive Coaching for Physicians Expands to include Disruptive Medical Staff

The concept of Excutive Coaching/anger Management for “disruptive physicians” has quickly expanded to include all professional medical staff who manage others. This includes Nurse and Social Work directors as well as supervisors of tehnicians and ancilary staff.

George Anderson of Anderson & Anderson has contracted with long time Clinical Social Worker and Anger Management Faciliator/executive Coach, Colbert Williams from Executive Life Coaching to assist in providing Executive Coaching on-site nationwide.

Within the last three weeks, Anderson and Willams have provided coaching to physicians and one Nurse Practishtioners from Texas, Georgia, Los Angeles and Arizona. The written feedback from all participants has been overwhelmingly positive.

Within the next couple of weeks, the Anderson & Anderson Faculty will provide on-site coaching for physicians in Idaho, Oregon and South Texas.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Monday, October 29, 2007

Anderson & Anderson Accelerated Anger Management Classes

Anger is a natural human emotion. However, it can cause emotional and physical distress if not controlled. Don't let a reckless driver on the freeway ruin what would have otherwise been a good day for you. Anderson & Anderson can provide you with techniques that will help you utilize your anger in a way that leads to positive outcomes. Enroll in our accelerated anger management class sessions. This 8 hour course is designed to meet the needs of clients who wish to avoid attending classes on a weekly basis. Rather than attending weekly classes, it is now possible to enroll, complete the assessment and attend this course until the required number of classes have been completed.

Health care workers routinely feel tremendous stress with the demands and pressure of the health care system. Conflict within a health care organization can affect patient relationships, risk management and liability-not to mention how stress and conflict impacts patient safety and the overall quality of care. In this 90-minute interactive audio conference, our expert speaker and anger management coach, George Anderson of Anderson & Anderson, The Trusted Name in Anger Management, will provide proven techniques on how to introduce an anger management intervention program in your facility. By the end of this program, you will be able to assess the impacts of stress management and identify liability factors within your own system. We will also discuss steps for implementing hospital policy regarding anger management and disruptive behavior that could help you limit your liability and reduce the risks of costly litigation.

•Admittance to the 90-minute call for as many people as you can accommodate around your conference telephone

•Access to the specially created presentation handouts (available 48 hours in advance)

•Participation in the live Q&A with George Anderson, MSW, BCD, CAMF following the presentation

•Certificates of attendance for all audio conference attendees

New format now available - Take advantage of AHC Media's newest feature: Streaming Audio. No need to wait until the CD is produced - this new feature allows access to the audio conference and presentation slides available from your computer. Listen at your own convenience. Please mention code 16T07209 when ordering the streaming option.

The fee of just $299 allows you to invite as many listeners from your facility as you can accommodate around your conference telephone. Plus, make sure your specific question gets answered by participating in an interactive question-and-answer segment immediately following the presentation. Call 1-800-688-2421 to register today or order the CD (MP3 format) for this brand new audio conference and educate your entire staff. Please mention code #10T07209/4740.

Speaker:

George Anderson, MSW, BCD, CAMF is a Board Certified Diplomate in Psychotherapy, a Fellow in the American Orthopsychiatric Association and the first global provider of anger management training, workbooks, videos, DVDs and interactive CDs. He is the author of "Gaining Control of Ourselves", "Controlling Ourselves", "Parenting in A Troubled World", "The California Domestic Violence Intervention Curriculum", and "Depression, Awareness, Recognition and Intervention". Mr. Anderson received post graduate training in child and adolescent psychotherapy from the Harvard University School of Medicine (1971) and previously taught in the UCLA Neuropsychiatric Institute, Pepperdine University, and Simmons College School of Social Work. Currently, he is the major provider of language and culture specific curricula in anger management and domestic violence intervention. Visit http://www.andersonservices.com/ for more information about George Anderson and the Anderson & Anderson Anger Management/Executive Coaching curricula.

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Would you like to submit a question to our speaker prior to the audio conference, to be addressed during the Q&A? If so, send an e-mail to georgeanderson@aol.com or call 310-207-3591 and mention the name of the audio conference and submit your question.

The information provided in AHC Media audio conferences does not, and is not intended to constitute medical diagnoses or legal advice. Opinions, references, and links provided by our speakers are provided for your convenience and do not represent our endorsement of such opinions, products or services.

Wednesday, October 24, 2007

It’s Time for Anger Management in Adult Education

Recently in California, an entire highway was closed as the result of “road rage”. There are daily reports of airport rage, child abuse, spousal abuse, homicide and “dog fighting”. Person and property-directed aggression is not just the “rage”. It is also a public health epidemic nationwide.

Take a look at these stats: More than 2 million people are knifed, shot, or otherwise assaulted each year in the United States. Physical violence between spouses occurs in 1/3 of all households. Each year thousands of children are hurt or killed due to child abuse.

Cock fighting and dog fighting is now being exposed.In spite of this increasing societal problem, there are no organized publicly supported efforts to prevent or stem the tide of the expression of unhealthy anger, rage and aggression.

The time has come for anger management classes in community Adult Education

As the leading provider of anger management/executive coaching in the nation, Anderson & Anderson has been instrumental in assisting in the establishment of anger management classes in two community adult education classes.

In 1998, Grant Union High School (Sacramento, CA.) introduced free anger management classes in its Adult Education School for community residents.

The following year, Compton Unified School District (Compton, CA.) introduced the Anderson & Anderson curriculum in its Adult Education Program. Both of these school districts receive funding from the California State Department of Education. These classes are successful and well received by their respective communities. In spite of this, they have received little media attention and have not been replicated.

The Los Angeles Unified School District, one the largest school districts in the nation, has just launched anger management classes in twelve of its Adult High Schools. These courses will be expanded to the entire district as new providers are certified in the Anderson & Anderson Anger Management model.

Anger management is a cost saving intervention in terms of money, resources and lives. All school districts should incorporate anger management classes into its adult education programs.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

New Facilitator Certification for Executive Coaches

Beginning with our first Facilitator Certification training in 2008, a new, comprehensive curriculum for Executive Coaches will be introduced. This new training will be narrowly focused on anger management for physicians and other executives who may best benefit from an intensive accelerated twelve-hour focused assessment and intervention.

This training will be limited to potential providers who have Masters and Doctorate Degrees in Education, Clinical Social Work, Marriage Counseling/therapy, Licensed Professional Counselors or Executive Coaching.

This new Forty-hour training will be limited to ten participants for each day of training. The following components will be covered in this new training: This training will be offered live and via tele-conferences in major cities in the United States.

The First Day of Training

•Administration, scoring and interpretation of the long and short versions of the Conover Anger Management Assessment. •Administration, scoring and interpretation of the EQ MAP. •The uses of the computer to administer, score, and provide post testing for the Conover and the EQ MAP. •Each participant will be given an opportunity to experience these instruments as both a provider as well as a client. This in-depth training will assure that all of the facilitators will emerge as competent in the use of these two instruments.

The Second Day of Training

•Action items to be covered in the two-days of coaching based on the Conover Assessment and EQ MAP. •Participants in this training will provide mock coaching for each other based on the results of their assessments. •This level of experience makes the material come alive and gives the opportunity to ask and respond to the type of questions, which are likely to emerge in practice. •Introduction of the two client workbooks used in this training as well as the comprehensive summary DVD. The workbooks are “Gaining Control of Ourselves” and “Executive Coaching Client Workbook”.

The Third Day of Training

•Continuation of the course outline for the two day coaching class. •Introduction of summary DVD, “Gaining Control of Ourselves. •Incorporation of the following DVDs, Emotional Intelligence 0—10, Ya No Mas, Styles of Communication and The Art of Assertiveness. •Summary, post tests and after care plans.

The Forth and Fifth Day of Training

At the end of the third day of training, each participant will be given a 16 hour DVD of Motivational Interviewing, along with the DVD, Executive Coaching. The Motivational Interviewing must be viewed as a Home Study course. Once the completed tests are returned, a certificate of completion for the Forty-hours will be mailed to each participant.

Providers Lists

Anderson & Anderson will establish two new provider lists designed to market these new providers. There will be a new list on our major website www.andersonservices.com, and www.anger-management-providers.org. Both lists will be kept current and will benefit from our internet extensive saturation.

If you would like to be notified on future training dates and locations, send an e-mail to George Anderson at anders3101@aol.com.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Monday, October 22, 2007

Anger Management/Executive Coaching For Physicians

In response to the need for a one on one individual and sensitive intervention model for physicians, Anderson & Anderson is now offering a twelve hour coaching class for doctors. This class is available at our Brentwood office or on-site anywhere in the United States. This class is consistent with the new Joint Commission requirements for abusive physicians and is approved by the California Board of Medical Quality Assurance as well as Medical Boards in Texas, Pennsylvania and Florida. This program is listed in the Directory of Physician Assessment And Remedial Education Programs, Federation of State Medical Boards.

Topics in this coaching class include:

•Assessment at intake focusing on the participant’s level of functioning in managing stress, anger, communication and emotional intelligence. We do not provide psychological testing, nor is our intervention considered counseling or psychotherapy. •Two client workbooks, which include didactic information and exercises focusing on enhancing emotional intelligence, improving assertive communication, as well as behavioral strategies for recognizing and managing anger and stress.

•Complimentary “Gaining Control of Ourselves DVD” along with follow-up kit.

•Post-test at termination designed to determine the level of change during the course.

•Our services are provided with the utmost in confidentiality for all participants.

George Anderson will be available for training in the Houston, TX. area the weeks before and after November 8th, 9th, and 10th. He will be in Portland, Oregon the third week of November, as well as in Phoenix, Arizona.

For more information, call our office at 310-207-3591 now.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Friday, October 19, 2007

THREE DAYS OF EXECUTIVE COACH/ANGER MANAGEMENT CERTIFICATION TRAINING

NOVEMBER 14TH , 15TH, & 16TH, 2007*8:30 AM – 5:30 PM

The Anderson & Anderson model of anger management is the most effective and widely recognized curriculum in the world. This model, which has been featured in Los Angeles Times Magazine, focuses on enhancing emotional intelligence and assertive communication while introducing behavior strategies for identifying and managing anger and stress. Our certification training and approved provider list are the industry standards and dominate the internet.

The First day of training will focus on Adolescent Anger Management and will use the Anderson workbook “Controlling Ourselves” as the text. A demonstration and discussion of the Conover Assessment Component will be conducted. This one-day training is designed for Nurses, School Counselors/Psychologists, Substance Abuse Counselors, Case Managers, HR Managers, Clinicians, Probation Officers, as well as staff from group homes, and agencies serving families and youth. This curriculum is currently being used in school districts in Los Angeles, Oakland, Sacramento, Concord and San Diego, as well as school districts in Texas and Louisiana. In addition, probation departments in Arizona, Kansas, California and Texas use this model.

On the Second day, Adult Anger Management will be examined. A demonstration of the Conover Assessment will be conducted with a discussion of its usefulness. “Gaining Control of Ourselves,” in conjunction with experiential exercises and videos, will be used to initiate the participants to this intervention. Most major corporations have accepted this model for use by H.R. and EAP Managers. Executive Coaching in relation to anger management will also be introduced.

The Third day of Training is Executive Coaching. This training will include a demonstration of the contents and presentation of a ten hour Executive Coaching class along with assessment and Post Test.

(Each training counts for 8 of the total of 40 hours required for Certification)

This training is also available on interactive CD’s. Please visit www.AndersonServices.com for more information, or call our office at 310-207-3591.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

The new standards regarding “disruptive physicians”, issued by the Joint Commission on April 1, 2007, are now being recognized nationwide. Anderson & Anderson is now receiving nationwide inquiries on a daily basis. It has become clear that our current in-house staff are unable to meet this demand. Unfortunately, many of the providers in our provider network are not adequately prepared to provide the quality of service needed by physicians and hospitals requesting this service. Therefore, Anderson & Anderson is launching a nationwide campaign to recruit and train experienced clinicians, adult education teachers and trainers who wish to develop expertise in Executive Coaching/Anger Management for Physicians. Interested parties are asked to sending resumes/curriculum vitaes to georgeanderson@aol.com.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Organizational Training

As a member of the Business Education & Services committee, our purpose is to disseminate relevant and current information to the business community. This article represents a brief announcement to a very in-depth issue of concern.

The newly formed Joint Commission for Hospital Accreditation Standards is creating an awareness and change phenomena in the Medical Profession, the Health Care Industry and to all businesses and organizations. Thereby, a burgeoning compliance issue regarding the aforementioned commission and, most significantly, to OSHA’s Safe Workplace Environment regulations is emerging.

Conflict and Violence in workplace environments is now an issue that is presenting questions of liability, accountability and settlement costs. The need and time has arrived for Organizational Training, which exclusively uses the industry standard Anderson and Anderson Model of Anger Management, the one that succinctly provides “Conflict Prevention Knowledge and Techniques for all Businesses and Professions”.

Very clearly, the time has arrived for Pro-Active Anger Management/Executive Coaching and Anger Management Organizational Training. Executive & Life Coaching, Inc., has teamed up with Anderson & Anderson and presented a very dynamic multi-media presentation, along with submitted proposals for Anger Management Organization Training Classes to major Corporations and Municipal Transportation Agencies throughout California.

The timely article, Interdepartmental Conflict: A Hidden Crisis in Hospitals, authored by Mr. George Anderson, the national and international Expert and “Guru” of Anger Management and the founder of the nationally and internationally recognized and acclaimed, Anderson and Anderson Model of Anger Management, clearly highlights and addresses the aforementioned issues in one of the most prevalent and recognized industries in the United States of America. The aforementioned article can be accessed and viewed on my website or wordpress.com/blogs.

Monday, October 15, 2007

Anderson and Anderson not only can change lives but saves lives too!

Several weeks ago a client came to me four days after being released from a lengthy hospital stay due to severe heart problems. Joe came knowing he was close to death.

In our initial consultation Joe noted he had heart problems. He had anger and stress issues as well. Joe’s perception of the world could be summed up in a few words: “there was a bad guy at every turn and that bad guy wasn’t going to get him”. This type of thinking kept Joe at a high state of perceived “fight or flight” stress which consequently was chipping away at his heart.

Joe came to me with little confidence and hope. I began our first session by administering the Conover Assessment with an agreement that if, after this first session he didn’t want to proceed with the process, we would not go on.

My ability to interpret the Conover assessment tool made Joe feel “seen” and based on his results I mapped out what our program would look like, focusing first on the areas of highest concerns. The primary focus of work was to begin with the chapters on stress from the workbook, Gaining Control of Ourselves.

While change occurred within the first two sessions, they were not enough to prevent another heart scare. When his symptoms did not abate, Joe’s doctors were ready to place him back in the hospital. He was to check himself into the hospital within the next few days.

“Joe, you have to connect the work from your brain to your heart”, I said. “This perceived stress is not all in your head, but that is where it begins”. Then I quoted from Gaining Control of Ourselves, "for one person, an event may be viewed as a perceived challenge, for another, it may be viewed as a severe threat or problem".

I went on from there in a tone just a little loud and a tad forceful. “You must stop looking at everything as a perceived threat”.

I told Joe his body was idling to high and staying in the “fight, fight and freeze” place 24/7 with nowhere to go was not going to help his mental or physical conditions. At whit’s end and fearful that Joe’s big heart attack was close at hand, I pulled out his assessment and went over it with him again, I gave him three assignments: to have fun with himself, go out with one other person, and to go to the company bar-b-que scheduled for the next day.

Joe heard me. He heard the contents of the things I quoted from the workbook, and he did his assignments. He took his drums to the company picnic, and to everyone’s amazement he played and played and played with an expertise and skill base that amazed his co-workers.

Today, only 8 weeks from beginning at the Anger Management Institute and following the Anderson model and curriculum, Joe has color in his skin, he smiles, makes eye contact when he speaks and told me last week he was happy. He has been to a few more company events at the invitation of his co-workers and he believes in me and my work.

Angry Doctors, Angry Nurses: Caught Up In a Cycle of Transition

Out of respect for those who serve and protect the health of our nation, let me first say that the use of the term disruptive referring to nurses and doctors who present with anger management problems oversimplify a much more complex problem that needs a deeper analysis. William Bridges in his book Transitions, describes change as having three distinct components —the end, neutral zone and the beginning. He further purports that the neutral zone is the most difficult stage where the person or system going through the change is in a kind of no mans land, trying to find its place to a new beginning. Let me suggest that our country’s health care system is in that no mans lands. While I will never excuse the abusive behavior that is displayed by some doctors or nurses, it is helpful to determine the roots of this emerging problem.

Anger management problems are always associated with problems managing stress, not knowing how to communicate effectively and poor emotional intelligence. My work with doctors, and the discussion with colleagues who have also done extensive work with doctors, suggest that the stress associated handling the changing face of health care is a major contributor to anger management problems.

There was a time when the health care professional said they needed to perform a procedure, they were not questioned. The resources were made available to make this treatment a reality. Such power reinforced the elevated view that was held of health care professions, especially the medical doctor. Such supremacy was not to last forever, because the advent of manage care limited the power of the doctor and placed some of this power in the hands of insurance providers who ultimately may determine care based on economics and medical necessity. Other stressors include doctors whose skills suddenly become obsolete because of technology, shortages of nursing staff, lower reimbursement rates form insurance companies, the threat of lawsuits, rising insurance premiums and the changing hospital culture that requires doctors to display more restraint during periods of frustration.

Some medical professionals tend to have difficulty adapting to such changes and fall victim to anger outbursts towards colleagues and even patients. It may not be in the hands of doctors and nurses to change the system, but it is their responsibly to have the skills to adapt. Therefore seeking help to improve stress management, communication skills and emotional intelligence may be one option to manage the changes that plague the health care system.

Carlos Todd, LPC, NCC, CAMFPresident of the American Association of Anger Management ProvidersAnger Management/Executive Coaching of Charlotte, North Carolinawww.masteringmyanger.comwww.angeronmymind.comwww.aaamp.org

It has been suggested that violent crime is more severe than other forms of criminal activity because of the harm to the victim as well as the greater costs incurred by society. Despite these concerns, very few treatment programs have been introduced which specifically target violent offenders. However, of those programs currently available, Anger Management appears to be the intervention of choice for this population. Unfortunately, there have been relatively few controlled studies that have evaluated the effectiveness of Anger Management programs with violent offenders.

This investigation compared a matched sample of 110 male federal offenders who completed the institutional Anger Management program to an untreated comparison group, the majority (86%) of whom were matched to the treatment group on age, Statistical Information on Recidivism (SIR) risk group and major admitting offence. Where it was not possible to match on all three criteria (14%), offenders were matched on age and SIR risk group. In comparing groups on post-release outcome criteria (non-violent and violent recidivism), survival analysis was used to equate groups for time-at-risk in the community.

The first set of comparisons compared ‘treated’ to ‘comparison’ subjects on non-violent recidivism (defined as any new conviction for a non-violent offence). Both groups of inmates were divided into higher- versus lower-risk groups based on SIR risk group ratings. Results revealed that for the lower-risk cases (n=54), completion of the Anger Management program was not significantly associated with reduced levels of non-violent re-offending. However, when analyses focused on higher-risk cases (n=56), significant reductions in non-violent recidivism were found. This translated into a 69% reduction in non-violent recidivism (i.e. 39.3% recidivism rate for the comparison group versus 12.5% of the Anger Management group).

Although the analyses of non-violent recidivism produced some encouraging results, the primary goal of Anger Management programs is to reduce violent recidivism. Accordingly, groups were also compared on violent recidivism. As expected, completion of the Anger Management program failed to produce significant reductions in violent recidivism among lower-risk cases (base rate =7.4%). However, for the higher-risk group, completion of the Anger Management program was associated with significant reductions in violent re-offending. This translated into an 86% reduction in violent re-offending (25% violent recidivism rate for the control group versus 3.6% for the Anger Management group).

Another interesting finding was that some of the pre-post change scores on assessment measures were significantly correlated with reductions in both non-violent and violent recidivism. For non-violent recidivism, a decrease in “State Anger” was associated with a significant decrease in re-offending. Not surprisingly, when the outcome measure used was violent recidivism, more statistically significant associations were found. Analyses revealed that change scores on three of the six sub-scales were associated with violent re-offending. More specifically, increased insight into anger problems, increased knowledge of anger management skills and increased anger self-competence were each associated with significant reductions in violent re-offending. Again, these results suggest that positive treatment-related change is associated with more positive post-release outcome.

To conclude, the present study highlights several important points. First, the results demonstrate that institutional Anger Management programs show promise for reducing recidivism. Second, the results support the risk principle of case classification. The risk principle states that the most intensive levels of service should be reserved for the higher-risk cases whereas the lower-risk cases should receive minimal intervention and supervision. The findings of the current outcome study strongly support the delivery of treatment resources to higher-risk as opposed to lower-risk cases. Jointly, these findings point to the relative importance of pre-treatment assessment and appropriate designation of high and low-risk offenders to varying levels of treatment services.

http://www.csc-scc.gc.ca/text/rsrch/reports/r82/r82e_e.shtml

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Friday, October 12, 2007

One Minute Anger Management Video

Anderson & Anderson has just added a One Minute Anger Managemenet Video to it’s Home Page at www.andersonservices.com. This video has only been up for 6 hours yet it is already a smashing hit with viewers.

View this video on our website above or on Yahoo, MSN, Google or YouTube. Please remember to give this new video a rating on any one of these sites.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Each of us carry an “emotional signature.” This concept refers to a cluster of emotions that define where we are emotionally. This cluster is called an emotional signature. Are you feeling trapped, cornered, overworked, “vision-less”, uninspired and hopeless? Do you feel lively, hopeful, infinite, fulfilled, open and motivated? Then each of these form a cluster of emotions that determine a persons signature. Knowing your signature has much to do with how one manages his or her anger. The good news is that our emotional signature is variable and can be modified.

Carlos Todd, LPC, NCC, CAMFPresident of the American Association of Anger Management ProvidersAnger Management/Executive Coaching of Charlotte, North Carolinawww.masteringanger.comwww.angeronmymind.comwww.angeronmymind.orgwww.aaamp.org

Anger is a natural emotion. However, one’s anger can spiral out of control, causing pain for oneself as well as family members and friends. The need for Anger Management Intervention has become a trend across the nation. Hospitals, prison systems, and counseling services organizations have utilized our anger management curriculum to satisfy the needs of court referrals, employer referrals, and self-referrals.

This package can train up to four people to become Certified Anger Management Facilitators. It includes three CD-ROMS for the following areas: Adolescent and Adult Anger Management, Executive Coaching, and Motivational Interviewing. This package also includes an adolescent workbook, an adult workbook, a facilitator’s guide, and the necessary tests needed to receive certification.

For more information, please visit our website at http://www.andersonservices.com or call our office at 310-207-3591. You may also send us an email. Send it to greynotions@aol.com or georgeanderson@aol.com.

Why Are Abusive Physicians Reluctant to Seek Help?

by George Anderson, MSW, BCD, CAMFFellow, American Orthopsychiatric AssociationDiplomate, American Association of Anger Management Providers

As a part of the medical training of all physicians, it is necessary to rotate through all of the specialties in medicine. This means that all physicians must rotate through a period of exposure in psychiatry as well as all other areas of medicine. One of the obvious reasons for this practice is to make sure that all physicians have enough knowledge and experience to appropriately make use of all specialties other than their own.

Unfortunately, psychiatry is an area of specialization which is often viewed by surgeons, cardiologists, oncologists and neurologists as somewhat soft as it relates to being scientific. Psychiatry is considered to be highly subjective with questionable scientific evidence. In addition, any mental health intervention carries with it a stigma which may be damaging to a physician’s professional career.

One of the first questions posed by physicians inquiring about resources for abusive physicians is “Do I have to undergo a psychiatric assessment?”. This question is extremely important to any practicing physician, as it will almost certainly affect his or her entire career if there is anything in any file suggesting impairment or even an assessment. Therefore, if the goal of a program is to help abusive physicians who are not addicted to drugs/alcohol or psychiatrically disturbed, it must not include a mandatory psychiatric assessment.

Anderson & Anderson is the largest provider of Executive Coaching/Anger Management for abusive physicians in the nation. We have many case examples of physicians who purposely selected our program for its lack of focus on psychopathology. This model uses an assessment designed to determine the physician’s level of functioning in recognizing and managing stress, anger, assertive communication, emotional intelligence and motivation to change. The Anderson & Anderson Executive Coaching/Anger Management course provides skill enhancement in the same four areas mentioned above: stress management, anger management, assertive communication and emotional intelligence. Participants who demonstrate a lack of motivation to change are not accepted into the program.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.aaamp.orghttp://www.linkedin.com/in/geoandersonwww.anger-management-resources.org

Tuesday, October 09, 2007

Anderson & Anderson Introductory Anger Management Class

Anger is a natural human emotion. However, it can cause emotional and physical distress if not controlled. Don't let a reckless driver on the freeway ruin what would have otherwise been a good day for you. Anderson & Anderson can provide you with techniques that will help you utilize your anger in a way that leads to positive outcomes. Enroll in our introductory anger management class. It takes place on the second Saturday of every month. For more information, such as cost and location, please visit www.andersonservices.com/angermgmtclasses.html or contact George Anderson: georgeanderson@aol.com or greynotions@aol.com. Also, feel free to call our office: 310-207-3591 for any questions you may have.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.angertrends.blogspot.com/http://www.linkedin.com/in/coachingangerwww.anger-management-resources.org

Abused Workers Fight Back by Slacking Off

Employees toiling under an abusive supervisor often rebel quietly and indirectly by slacking off on the job and handing in sloppy work.

Researchers at Florida State University surveyed more than 180 employees from a wide variety of professions, asking whether they had endured a history of abuse from their bosses, then asking a slew of workplace performance questions.

Employees with difficult bosses checked out in the following ways:

30 percent slowed down or purposely made errors, compared with 6 percent of those not reporting abuse. 27 percent purposely hid from the boss, compared with 4 percent of those not abused. 33 percent confessed to not putting in maximum effort, compared with 9 percent of those not abused. 29 percent took sick time off even when not ill, compared with 4 percent of those not abused. 25 percent took more or longer breaks, compared with 7 percent of those not abused.Whether the abusive boss causes apathetic employees or vice versa is not known.

“However, it is clear that employee-employer relations are at one of the lowest points in history,” researcher Wayne Hochwarter said.

Employees who did not have a belligerent boss were three times more likely to proactively fix problems and approach their supervisors with ideas to help the company, according to the new study, which Hochwarter and Samantha Engelhardt plan to submit for publication to a research journal.

Behind the office doors

Employees say that abuse from bosses includes put-downs in front of others, ignored e-mails and other correspondence and being berated.

Hochwarter and his colleagues conducted another survey in 2006, in which they polled about 700 people in a variety of professions about supervisor treatment, finding:

31 percent reported their supervisor gave them the “silent treatment” in the past year. 37 percent reported their supervisor failed to give credit when due. 39 percent noted their supervisor failed to keep promises. 27 percent noted their supervisor made negative comments about them to other employees or managers. 24 percent reported their supervisor invaded their privacy. 23 percent indicated their supervisor blamed others to cover up mistakes or to minimize embarrassment.

Trust and Communication

Both studies, Hochwarter says, bring to the forefront the damaging interactions between employees and managers that can get played out on a daily basis. “It calls to light this caustic relationship that management and supervisors are often having these days [with employees],” Hochwarter told LiveScience.

Hochwarter suggested that basic civility, including a commitment to active communication, could resolve many workplace problems.

“If organizations would simply spend much more time addressing issues that relate to trust and communication, then a lot of this would get resolved,” Hochwarter said.

Study Reveals 10 Most Terrible Office Behaviors 10 Things You Didn’t Know About You Vote: The Greatest Modern Minds Original Story: Abused Workers Fight Back by Slacking OffVisit LiveScience.com for more daily news, views and scientific inquiry with an original, provocative point of view. LiveScience reports amazing, real world breakthroughs, made simple and stimulating for people on the go. Check out our collection of Science, Animal and Dinosaur Pictures, Science Videos, Hot Topics, Trivia, Top 10s, Voting, Amazing Images, Reader Favorites, and more. Get cool gadgets at the new LiveScience Store, sign up for our free daily email newsletter and check out our RSS feeds today!

Health care workers routinely feel tremendous stress with the demands and pressure of the health care system. Conflict within a health care organization can affect patient relationships, risk management and liability—not to mention how stress and conflict impacts patient safety and the overall quality of care. In this 90-minute interactive audio conference, our expert speaker and anger management coach, George Anderson of Anderson & Anderson, The Trusted Name in Anger Management, will provide proven techniques on how to introduce an anger management intervention program in your facility. By the end of this program, you will be able to assess the impacts of stress management and identify liability factors within your own system. We will also discuss steps for implementing hospital policy regarding anger management and disruptive behavior that could help you limit your liability and reduce the risks of costly litigation.

By the end of this course participants will be able to: Identify when anger and disruptive behavior becomes an issue at your facility Implement a proven anger management intervention model Discuss the benefits of anger management on patient care, hospital and physician liability, and employee retention rates Assess the impact of stress mismanagement and burnout Implement policy in reporting disruptive and inappropriate behavior Promote staff wellness through anger and stress management in your facility

Plus -- you get the chance to ask our expert George Anderson, MSW, BCD, CAMF your own questions during the live Q&A session following the presentation.

Registration includes:- Admittance to the 90-minute call for as many people as you can accommodate around your conference telephone- Access to the specially created presentation handouts (available 48 hours in advance)- Participation in the live Q&A with George Anderson, MSW, BCD, CAMF following the presentation- Certificates of attendance for all audio conference attendees

New format now available – Take advantage of AHC Media’s newest feature: Streaming Audio. No need to wait until the CD is produced – this new feature allows access to the audio conference and presentation slides available from your computer. Listen at your own convenience. Please mention code 16T07209 when ordering the streaming option.

The fee of just $299 allows you to invite as many listeners from your facility as you can accommodate around your conference telephone. Plus, make sure your specific question gets answered by participating in an interactive question-and-answer segment immediately following the presentation. Call 1-800-688-2421 to register today or order the CD (MP3 format) for this brand new audio conference and educate your entire staff. Please mention code #10T07209/4740.

Speaker:

George Anderson, MSW, BCD, CAMF is a Board Certified Diplomate in Psychotherapy, a Fellow in the American Orthopsychiatric Association and the first global provider of anger management training, workbooks, videos, DVDs and interactive CDs. He is the author of “Gaining Control of Ourselves”, “Controlling Ourselves”, “Parenting in A Troubled World”, “The California Domestic Violence Intervention Curriculum”, and “Depression, Awareness, Recognition and Intervention”. Mr. Anderson received post graduate training in child and adolescent psychotherapy from the Harvard University School of Medicine (1971) and previously taught in the UCLA Neuropsychiatric Institute, Pepperdine University, and Simmons College School of Social Work. Currently, he is the major provider of language and culture specific curricula in anger management and domestic violence intervention. Visit www.andersonservices.com for more information about George Anderson and the Anderson & Anderson Anger Management/Executive Coaching curricula.

Please share this e-mail with your colleagues.

Would you like to submit a question to our speaker prior to the audio conference, to be addressed during the Q&A? If so, send an e-mail to georgeanderson@aol.com or call 310-207-3591 and mention the name of the audio conference and submit your question.

The information provided in AHC Media audio conferences does not, and is not intended to constitute medical diagnoses or legal advice. Opinions, references, and links provided by our speakers are provided for your convenience and do not represent our endorsement of such opinions, products or services.

Interdepartmental Conflict: A Hidden Crisis in Hospitals

The worst kept secret in hospitals nationwide is the widespread tension and conflict between physicians, nurses, physician assistants, nurse practitioners, administrators and other ancillary staff such as inhalation therapists and nurse anesthetists.

Work stress is par for the course in almost all areas of inpatient hospital care. It is not reasonable to expect an absence of stress in Emergency Rooms, or among Cardiologists, Surgeons, Neurologists, Gynecologists, Oncologists and most other critical care specialists. However, medical staff, working in any of these areas of specialization can and should be expected to be able to recognize and manage their own stress rather than have it turn into anger, abuse or person-directed aggression.

The nature of the work in all of the areas mentioned is, in itself, stressful. There are, however, additional stressors which, until recently, have not been adequately addressed.These include the debilitating stresses placed on all hospitals by the constraints of Managed Health Care. Physicians are no longer able to provide the level of care to their patients which are needed. Rather, they must seek/beg for permission from some non-physician (MBA) at the end of an 800 line to approve or disapprove of each procedure based on cost. Therefore, doctors tend to displace their frustration, anger and stress onto nurses and other members of the treatment team, including technicians and ancillary staff. Hospitals are being forced to close Emergency Rooms, because a lack of adequate funding. This adds to staff stress and patient distress.

Patient care is no longer based on the needs of the patient, but on the cost of the procedure. This is demeaning to physicians and life threatening to patients. Unfortunately, patients are angry at the physicians for not providing the care needed without recognizing the current limitation placed on physicians by the patients’ own health care plan.

In an attempt to address at least part of this quiet crisis in healthcare, the Joint Commission on Hospital Accreditation issued a directive to all hospitals requiring written policies to be in place effective April 1, 2007 to address the issue of “disruptive physicians”. Disruptive physicians are defined as those physicians whose “aggressive, abusive behavior” impact patient care and treatment team effectiveness.

Simply put, nurses, physicians and other treatment staff can now formally complain about unfair treatment/abuse from physicians in the course of their hospital work.

Enlightened Hospital Administrators, Physician Well-Being Committees and Hospital-Admitting-Staff-Credential Committees have begun to move quickly to require that doctors who are defined as “disruptive” are required to complete an Executive Coaching/anger Management Class to enhance skills in recognizing and managing stress, anger, enhancing assertive communication and increasing emotional intelligence.

Nurses and ancillary staff are now being required to participate in Organizational Training Courses in which the same topics, along with an assessment, are given with the option of small group anger management classes for those who score in the deficit range in managing stress, anger, communication or emotional intelligence.

In summary, previously ignored behavior which impacts patient care and staff morale are being addressed by using anger management and executive coaching for physicians and ancillary staff in most hospitals. This will likely have the impact of reducing litigation and increasing staff morale, as well as increasing effective patient care nationwide.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.angertrends.blogspot.com/http://www.linkedin.com/in/coachingangerwww.anger-management-resources.org

Anger Management Collaboration for Success

In many small businesses, as well as mental health/specialty practices, the key person tends to be narrowly focused on one or two clinical practice areas. Few solo practitioners are business savvy, and some are not comfortable in marketing in his or her area of specialization. This is especially true in the emerging niche market of anger management/executive coaching, primarily because of the newness of this area of specialization. This places anger management small business providers at a distinct disadvantage in pursuing contracts with professional sports, as well as business and industries to provide workplace anger-management programs, consultation and coaching.

Recently, Anderson & Anderson embarked on a new venture designed to collaborate with providers whose backgrounds, interests and contacts have the potential of expanding contracting opportunities in a wide range of areas out of reach to most solo practitioners. Colbert Williams, the CEO of Executive Life Coaching, Inc. of Lancaster, Ca, teamed up with Anderson & Anderson to pursue a contract with the National Football League. The two organizations are now preparing a proposal for a contract with Municipal Transportation Agencies throughout California. Tom Wentz and Jim Merritt are principals of Community Care located in Palm Springs, California. Tom is a Ph.D. in Clinical Psychology and an expert in substance abuse intervention, as well as a Certified Anger Management Facilitator in the Anderson & Anderson Curriculum. Jim Merritt is a retired Major League Baseball Pitcher who played with the Los Angeles Dodgers and the Minnesota Twins. Jim is also a substance abuse counselor as well as a Certified Anderson & Anderson Anger Management Facilitator.

Community Care and Anderson & Anderson are actively working to secure contracts with all of the Major League Baseball Teams for anger management, executive coaching and organizational training. While they are not prepared to announce any contracts from these efforts at this time, they can report that the preliminary proposals are paying off and hope to announce specific contracts relative the above in the near future. If you are interested in Partnering with Anderson & Anderson, contact George Anderson at 310-207-3591.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.angertrends.blogspot.com/http://www.linkedin.com/in/coachingangerwww.anger-management-resources.org

Friday, October 05, 2007

Movers and Shakers among Certified Anger Management Providers

Anderson & Anderson is the leader in anger management intervention. In addition to providing a groundbreaking curriculum for anger management clients and facilitators, we dominate the internet when it concerns the marketing and branding of this intervention. Below is a list and description of some of our providers. These providers are serious about contributing to the trend of anger management. They are located in different parts of the country, and are the leading providers of anger management intervention in their respective locations.

Carlos Todd, LPC, NCC, CAMF, President of the American Anger Management Association is the fastest growing anger management provider in North Carolina. Todd’s Anger Management Solutions is located in Charlotte, North Carolina and a major provider for that area. Carlos was recently featured on CBS News, discussing the validity of anger management relative to the aftermath of September 11th, 2001. Visit his website at www.masteringanger.com

Gregory Kyles, LPC, CAMF, CEO, Anger Management Institute of Texas, is a Key Person for Anderson & Anderson in Texas. Greg has assumed a leadership role in anger management for all of Texas. Visit his website at www.ami-tx.com

Shannon Munford, M.A., CAMF, CEO, Day Break Counseling, is best described as the golden boy of anger management. Shannon owns 5 anger management offices in Los Angeles County. He is one of the most aggressive businessmen in anger management. Visit his website at www.daybreakservices.com

Frank Morales, M.S. LPC, CAMF, Family Services of Huntsville, Alabama, is the Key Person for Anderson & Anderson in Alabama and Vice President of the Association of Anger Management Providers. He is responsible for gaining the approval of the Anderson & Anderson model for the Family Law Courts in Alabama. Visit his website at http://www.fsc-hsv.org/

Colbert Williams, MSW, LSCW, CAMF is the newest member of the Anderson & Anderson Training Faculty. Colbert is CEO of Executive Life Coaching, Inc. based in Lancaster, California. He provides Executive Coaching at Anderson & Anderson and will shortly begin Training Trainees. Visit his website www.ExecutiveandLifeCoachingInc.com.

Anita Avedian, MA, MFT, CAMF and Laurie Brumfield, M.A., MFT, CAMF operate a thriving anger management and psychotherapy practice with offices in Sherman Oaks and West Los Angeles. Both are long time and successful Anderson & Anderson providers. Visit their website at www.abcselfimprovement.com

Sonia Brill, MSW, LCSW, CAMF is an Anderson & Anderson Key Person for Colorado. Sonia provides anger management assessment for clinicians in the Denver area, as well as Executive Coaching and Organizational Training. Visit her website at www.angerxchange.com.

Karen Golob, CCDC, CAMF is actually the first person to provide Executive Coaching using the Anderson & Anderson Curriculum. Karen is based in Beverly Hills and has long been a provider for high profile, celebrity clients. Her website is www.anger411.com.

All Anderson & Anderson anger management providers are encouraged to become and remain actively involved in branding, marketing, and providing anger management services using the Anderson & Anderson model of intervention. Providers who do so will surely reap the benefits of being a part of Anderson & Anderson, the trusted name of anger management.

Anger is a natural emotion. However, one’s anger can spiral out of control, causing pain for oneself as well as family members and friends. The need for Anger Management Intervention has become a trend across the nation. Hospitals, prison systems, and counseling services organizations have utilized our anger management curriculum to satisfy the needs of court referrals, employer referrals, and self-referrals.

This package can train up to four people to become Certified Anger Management Facilitators. It includes three CD-ROMS for the following areas: Adolescent and Adult Anger Management, Executive Coaching, and Motivational Interviewing. This package also includes an adolescent workbook, an adult workbook, a facilitator’s guide, and the necessary tests needed to receive certification.

For more information, please visit our website at http://www.andersonservices.com or call our office at 310-207-3591. You may also send us an email. Send it to greynotions@aol.com or georgeanderson@aol.com.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.angertrends.blogspot.com/http://www.linkedin.com/in/coachingangerwww.anger-management-resources.org

Fact: None of the above professionals are required to take anger management neither in their professional training nor in their licensing exams.

Anger management does not work.

Fact: Research from Canada, Australia, and the University of South Florida has demonstrated that anger management classes are effective when taught by facilitators training in anger management, stress management, emotional intelligence and assertive communication. Participants must be motivated to change in order to be successful in anger management classes.

Anger management classes can teach participants how not to get angry.

Fact: Anger is a normal human emotion. The goals in anger management classes are to teach skills for managing unhealthy anger.

People get angry because their buttons are pushed.

Fact: Anger is a secondary emotion which generally triggered by frustration, fatigue, stress or unfullfilled needs.

Counting to ten backwards and deep breathing are the best solutions to controlling anger.

Fact: In order to learn to manage one’s anger, you must begin with an assessment to determine that person’s level of recognizing and managing anger, stress, typical styles of communication and the degree of empathy or emotional intelligene exhibited by the person in question.

All anger management curricula are created equal!

Fact: Only anger management curriculums which include assessments, workbooks, DVDs as well as Pre and Posts tests are effective.

The prominent Charlotte, North Carolina based Todd’s Anger Management Solutions practice continues to gain acceptance by clients from several demographics. The website www.masteringanger.com also continues to be visited in increasing numbers.

In the last several months, anger management classes and executive coaching have been provided to physicians, pilots, business owners, homemakers, executives, immigrants, and individuals from other walks of life.

There is a myth that anger management is only for those mandated by the court. The trend that Todd’s Anger Management Solutions has seen is that many are seeking anger management for self improvement. Clients are often shocked to learn that anger management is a class that teaches anger management, stress management, executive coaching and emotional intelligence.

Clients report that anger management has not only improved their ability to manage anger but has increased self awareness, stress management, outlook on life, increased focus on goals, improved interpersonal relationships, the ability to preempt arguments before they escalate and a deepened awareness of the meaning of their lives.

All indicators suggest that the public is gaining awareness of the fact that anger management is not counseling nor psychotherapy, but a class that can teach far more than just how not to explode.

To contact the most credible anger mangment provider on the east coast, visit www.masteringanger.com or call 704-804-0841.

Thursday, October 04, 2007

Accelerated Anger Management Classes For Adults

Anger is a natural human emotion. However, it can cause emotional and physical distress if not controlled. Don't let a reckless driver on the freeway ruin what would have otherwise been a good day for you. Anderson & Anderson can provide you with techniques that will help you utilize your anger in a way that leads to positive outcomes. Enroll in our accelerated anger management class sessions. This 8 hour course is designed to meet the needs of clients who wish to avoid attending classes on a weekly basis. Rather than attending weekly classes, it is now possible to enroll, complete the assessment and attend this course until the required number of classes have been completed.

Wednesday, October 03, 2007

Anger and Stress Contribute To Coronary Heart Disease

Science Daily — Pre-hypertensive middle-aged men who have high levels of trait anger -- a tendency to experience anger across a range of situations -- are at increased risk of progressing to hypertension and developing coronary heart disease, according to a secondary analysis of a large population-based study.

The analysis of 2,334 men and women aged 45-64 years also found that long-term stress is associated with increased risk of coronary heart disease in both men and women.

Specifically, researchers found that men with high trait anger scores had 1.7 times greater odds for developing hypertension than those with low or moderate scores, and high trait anger scores were associated with a 90 percent increase in the risk of progression to coronary heart disease in pre-hypertensive men.

Moreover, both men and women with high levels of long-term psychological stress had 1.68 times greater odds for developing coronary heart disease than those with low or moderate stress.

The authors suggest that treatment of anger and psychological stress may have a beneficial effect on slowing progression of pre-hypertension to hypertension and coronary heart disease.

Article: "Psychosocial Factors and Progression From Pre-hypertension to Hypertension or Coronary Heart Disease"

Note: This story has been adapted from material provided by American Academy of Family Physicians.

Tuesday, October 02, 2007

THREE DAYS OF EXECUTIVE COACH/ANGER MANAGEMENT CERTIFICATION TRAINING IN CHICAGO, ILLINOIS

The Anderson & Anderson model of anger management is the most effective and widely recognized curriculum in the world. This model, which has been featured in Los Angeles Times Magazine, focuses on enhancing emotional intelligence and assertive communication while introducing behavior strategies for identifying and managing anger and stress. Our certification training and approved provider list are the industry standards and dominate the internet.

Anderson & Anderson will be providing an anger management training at the Midway Hampton Hotel in Chicago on November 7th, 8th, & 9th. The First day of training will focus on Adolescent Anger Management and will use the Anderson workbook “Controlling Ourselves” as the text. A demonstration and discussion of the Conover Assessment Component will be conducted. This one-day training is designed for Nurses, School Counselors/Psychologists, Substance Abuse Counselors, Case Managers, HR Managers, Clinicians, Probation Officers, as well as staff from group homes, and agencies serving families and youth. This curriculum is currently being used in school districts in Los Angeles, Oakland, Sacramento, Concord and San Diego, as well as school districts in Texas and Louisiana. In addition, probation departments in Arizona, Kansas, California and Texas use this model.

On the Second day, Adult Anger Management will be examined. A demonstration of the Conover Assessment will be conducted with a discussion of its usefulness. “Gaining Control of Ourselves,” in conjunction with experiential exercises and videos, will be used to initiate the participants to this intervention. Most major corporations have accepted this model for use by H.R. and EAP Managers. Executive Coaching in relation to anger management will also be introduced.

The Third day of Training is Executive Coaching. This training will include a demonstration of the contents and presentation of a ten-hour Executive Coaching class along with assessment and Post Test.

A fourth component, Motivational Interviewing, will be provided on CD-ROM for those who attend all three days of training. This component completes the remaining 16-hours of the forty hour training, and is necessary for providing anger management services for court referrals.

For more information, please contact our office at 310-207-3591, or visit our website at www.andersonservices.com.

George Anderson, MSW, BCD, CAMF, CEAPDiplomate, American Association of Anger Management ProvidersAnderson & Anderson, The Trusted Name in Anger Managementhttp://www.andersonservices.com/http://www.angertrends.blogspot.com/http://www.linkedin.com/in/coachingangerwww.anger-management-resources.org

Monday, October 01, 2007

Who Is Trained to Provide Anger Management?

Who is trained to provide anger management?

The consumer may be misled into believing that doctors, psychologists and mental health clinicians have the knowledge and skill to deal with anger management problems. The reality is that this is not necessarily the case. The discerning consumer should ensure that anyone they visit for anger management intervention should have a certification in anger management.

Carlos Todd, LPC, NCC, CAMFPresident of the American Association of Anger Management ProvidersAnger management classes of Charlotte, North Carolina www.masteringanger.comwww.angeronmymind.comwww.angeronmymind.orgwww.aaamp.org

About Me

George Anderson,MSW,BCD,CEAP is a Psychotherapist and anger management expert. He has Post Gradute training in Child and Adolescent Psychotherapy from Harvard University School of Medicine.
He is a Diplomate in the American Association of Anger Management Providers and a Fellow in the American Orthopsychiatric Association.